Integrated Staffing Plan

Recognizing that TVA's workforce is its competitive advantage in a deregulated market, a strategic, integrated workforce planning process which links to organization business plans is utilized. The Integrated Staffing Plan includes the following key elements:

Staffing Benchmarks which compare TVA headcount (by function) to other comparable industries, competitors, etc.

Workforce Analysis which assesses current and future workforce needs, identifies gaps, and develops strategies for ensuring needs are met.

Leadership/Succession Planning to identify and develop employees to ensure key organizational positions can be filled by qualified internal candidates.

Retention Management to allow TVA to retain a highly skilled workforce in a competitive environment.

Recruiting Plan to identify skills shortages and potential sources for closing the gap, such as college, professional, and technical recruitment.

Qualification Training Program to identify apprentice programs and qualifications training.

Corporate Human Resources is responsible for the TVA-wide oversight, including:

TVA-wide data analyses and identification of trends, significant skill gaps, and workforce issues
Providing tools to enable business unit managers to assess the workforce needs to support their business functions
Providing programs and policies which contribute to attracting and retaining a competitive workforce
Assessing and measuring the "value add" of initiatives, programs, and policies

Business Unit Human Resource organizations partner with business unit managers to strategically plan for future workforce needs, including:

Understanding business requirements and potential impacts on workforce
Identifying strategies for developing and enhancing skills of the workforce based upon business requirements
Partnering with Corporate HR to ensure changing business unit needs are understood and addressed

TVA University, through its system of service providers (Education & Training Managers Forum), consults with organizations in:

Identifying needs
Developing learning solutions to address needs
Delivering learning activities

Business Units are responsible for planning, projecting, and identifying workforce gaps for their function, including:

Identifying workforce needs based upon business strategy, mission, and goals
Projecting potential attrition and replacement needs
Implementing replacement initiatives, i.e., succession plans, retraining, recruitment sources

Employees are responsible for performing their jobs, developing skills, and managing their careers by:

Utilizing tools provided
Embracing change to ensure organization success
Transferring knowledge and assisting with skill development of less-experienced coworkers

Last Revised 1/2000