Competencies are the measurable or observable knowledge, skills, abilities, and behaviors critical to successful job performance.

Competencies are used in:

• Job descriptions
• Recruitment, assessment, and selection
• Employee performance management
• Training and development
• Workforce planning

Types of competencies:

Staffing plans help employers analyze and respond to staffing gaps.

Many factors drive the loss of staff, including changing labor markets, wage inflation due to competition for key skills, lack of employee engagement, and retirement. The model below outlines how employers can evaluate and respond to such losses.

Step 1: Demand Forecast

Identify how many staff are needed to meet deliverables, outputs, and performance measures. The most accurate forecasts are one to three years into the future. Consider:

HR leadership in Washington state government is shared enterprise responsibility. Key partners include:

This information is a resource for managers and HR professionals. If you are a state employee who has been furloughed, laid off or is at risk of being laid off, contact your employer's HR office and also see: Layoff Support | Department of Enterprise Services (DES)

Who we are

Our mission: Representing inclusive culture and belonging, we strive to promote an inclusive workplace and commit to honoring diverse perspectives and the value of lived experiences. We foster an environment where connection, collaboration, and continuous learning are prioritized. We support work-life balance, acknowledging that our team members are human beings. We foster a workplace where everyone feels affirmed, empowered, and encouraged to contribute and grow.

Measuring return on diversity initiatives or programs is not always an easy task, therefore difficult to establish a job well done. Even if an organization knows what to measure, it is often unclear how the process should be conducted. Team productivity, creativity and innovation are not always easy to measure. Here are some areas of measurements to consider that may assist in establishing a world-class diversity program and/or initiative.

A "diversity initiative" is an organizations strategic response to diversity. The initiative looks at the internal and external needs of the organization in the area of diversity and responds with a strategically aligned approach.

Initiatives can have a short or long-term focus, as well as specific goals and objectives. It should also be easily measurable and tied to the organization's overall business strategy. In terms of implementing the initiative, the entire organization - from the top down - should be held accountable for implementation and the overall success.

• Have a working knowledge and adhere to Equal Employment Opportunity (EEO), affirmative action, reasonable accommodation, sexual harassment and alternative dispute resolution policies. 
• Knowledge of when to seek counsel regarding related issues.
• Resolve employee issues and complaints at the lowest level and refer unresolved complaints to appropriate sources.
• Foster an environment that values and respects individual differences.
• Take an active role in prevention of harassment behavior.

A staffing reduction occurs when an employer must eliminate one or more staff positions.

Staffing reductions are usually a response to revenue shortfalls. However, a staffing reduction may result from reorganization or lack of work.

Employers can respond to staffing reduction situations in many ways, including: