	Human Resources Management

Introduction

Administration and Management

Service Delivery Administration Standards

Service Standards

PA-HR 2: Human Resources Planning*

The agency assesses the type and number of personnel needed to accomplish its mission, goals, and objectives.

Update: Revised Standard, Deleted NA - 12/15/11

Original HR 2 Standard:

The agency assesses its workforce as part of annual planning and prepares for future needs by:

comparing the composition of its current workforce, including number of employees, skills, and demographics, with projected workforce needs; and
determining how to close gaps when possible, through recruiting, training or outsourcing.

NA: The agency is a network management entity.

Interpretation: Human resources planning should occur in conjunction with strategic planning (PA-AM 7) budget development (PA-FIN 3), and training and professional development (PA-TS 1 and PA-TS 2).

PA-HR 2.01

The agency assesses its workforce as part of annual planning and prepares for future needs by:

comparing the composition of its current workforce, including number of employees, skills, and demographics, with projected workforce needs; and
determining how to close gaps when possible, through recruiting, training or outsourcing.

Update: Added Standard - 12/15/11

Added Standard.

NA The agency is a network management entity.

PA-HR 2.02

The agency analyzes employment patterns, and when the cultural characteristics of personnel do not generally reflect those of its defined service population, the agency implements a plan that:

establishes goals for recruitment, employment, and promotion; and
includes timetables for correction.

Update: Added Standard, Moved Standard From PA-HR 5.04 - 12/15/11

Added Standard, Moved Standard From PA-HR 5.04

Interpretation: All agencies are expected to analyze employment patterns. If the analysis indicates that the agency's employment patterns are not reflective of the community, the agency is required to develop a plan that includes the elements in the standard.

Interpretation: For networks, the analysis is conducted annually, and is network-wide, covering all employees, partner organizations, provider organizations and independent providers providing direct services to persons and families for whom the network is responsible.

QUICK JUMP TO


	PURPOSE: A stable, qualified workforce contributes effectively and efficiently to consumer satisfaction and positive service delivery results.

RELATED FILES


	CONSUMER The individual, family, group, or community that seeks or receives services.


	SERVICE One or more organization-operated programs or activities that have a common general objective and deploy the organization's material and human resources in a planned and systematic manner. An organization that publicly promotes or identifies itself in writing as offering a service, is licensed to deliver a service, assigns personnel and/or space to a service, or allocates financial resources to a service is considered to offer that service.


	PERSONNEL The body of employees and/or volunteers that carries out the organization's tasks under the organization's administration and/or supervision. This definition does not include foster parents who are specifically referenced in relevant standards


	OBJECTIVE A sub-goal stated in operational terms, i.e., a statement that makes clear what expected results are to be measured or assessed.


	HUMAN RESOURCES A department or service that is responsible for recruiting, hiring, and retaining personnel and monitoring the regulations and services applicable to a particular organization.


	PLANNING The process of specifying objectives, evaluating the means for their achievement, and exercising deliberate decision making about appropriate courses of action.


	TRAINING Instruction so as to make fit, qualified, or proficient in a skill or body of knowledge.