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Last updated: : 20 March 2003
Organisational renewal
Appendix A: Terms of reference
Focus: To understand and meet the challenges of building organisational capability. The hypotheses to be tested are that the APS is facing:
- the imminent departure of increasing numbers of staff with an incentive to retire prior to the age of 55, which may affect corporate knowledge
- a move from a predominantly career service to a labour market increasingly interested in APS employment of five to ten years within a broader career.
(1) Undertake quantitative and qualitative research to determine:
- the rate of overall ageing of the APS workforce and whether its impact is significant at particular levels or in particular career streams
- career expectations of the 'baby boomer generation' identifying intentions to retire at or near 55 and post-retirement options
- career expectations of newer members of the APS and how these might differ from the past
- agency views of skills gaps in their current workforce, particularly having regard to expected future requirements.
(2) Address the implications of the analysis in (1) for strategic workforce planning including the identification of:
- retention and retirement strategies for those approaching 55
- recruitment strategies including graduate recruitment strategies
- strategies to identify and develop potential replacement staff
- knowledge management/transfer programs
- skills retention and transfer programs.
