Glossary

Attrition: A decrease in number of employees due to retirements, other terminations, or transfers to other organizations.

Attrition demographics: The statistical composition of age, diversity, education, location, tenure, profession, classification, and retirement status of employees leaving TVA.

Identify employee attrition: Process to identify when employees intend to leave the associated organization and determine the skills and competencies that will need to be replaced.

Identify position disposition and replacement method for each position: Process of determining the job type, position disposition, and appropriate replacement method for each current position within the organization.

Identify work force planning needs and competencies: Process that identifies or anticipates vacant positions and the required staffing levels and skill sets to ensure the retention of institutional knowledge and critical skills and competencies to support future business strategies. It addresses potential gaps between current and projected work force needs. It takes into account diversity and labor cost.

Institutional knowledge: Knowledge that an employee acquires through work experiences.

Integrated Staffing Plan: One of TVA’s achievement plans, designed to ensure that TVA has the right skills at the right time at the right cost. The plan is a standardized and consistent methodology for overall human resources planning driven by strategic and business objectives.

Knowledge loss risk assessment: A process that determines the potential business impact of the loss of critical knowledge in the organization.

Knowledge retention plan: An organization plan that identifies the critical knowledge and positions in the organization, the methods for addressing potential knowledge loss through attrition, and the process for ensuring that the plan is continually updated to meet changing business needs.

Position disposition: The determination of whether a position will be refilled when vacated.

Process improvement: A change to raise the quality or value of a process that increases the productivity or lowers the cost associated with the process.

Succession plan: A methodology for identifying and developing employees to ensure that key organizational positions can be filled with qualified internal candidates, in advance of actual need, and to assist in managing diversity and workforce planning. When necessary, candidates may be recruited externally.

Succession plan candidates: Candidates identified through plans that provide for the identification and development of employees to ensure key organizational positions can be filled by qualified internal candidates, in advance of actual need, and to assist in managing diversity and workforce planning. When necessary, candidates may be recruited externally.

Work force plan: The organizational plan that outlines retirements and vacant positions as well as the required staffing levels needed to support future business strategies. This information becomes a part of the staffing plan in the organization’s business plan. It includes attrition data and report, planned retirements, vacant positions, developmental plans, succession plans, and current work force requirements.

Work force staffing data: Data gathered by assessing the work force, including the composition and demographics of the current work force, labor costs, retention management, attrition management, and future staffing requirements.