203. WORKFORCE PLANNING

203 WORKFORCE PLANNING 203.1 OAG shall implement a workforce planning process that identifies current and potential critical skills and knowledge gaps. Workforce planning data will be used to: Develop and implement knowledge gap reduction strategies; Inform OAG structures and deploy the workforce; and Identify and develop strategies to overcome internal and external barriers to accomplishing strategic workforce goals. 203.2 When required by OAG, all agencies shall develop an OAG-specific workforce plan. Agencies shall review and update their specific workforce plans biennially to measure progress and reflect changes in business strategy or operational goals. OAG workforce plans shall include the following metrics: A list of mission critical positions; Core competencies by position type to include all positions; Employee turnover by position type and tenure; The number of new hires within the last two (2) years; The average time to fill a position; The current number of vacancies; and The number of employees eligible to retire within the next two (2) years. 203.3 OAG shall inform its hiring managers of any requirement, and the applicable deadline, related to furnishing OAG specific workforce plans. OAG shall collect, aggregate, and analyze information from workforce plans to prepare recommendations for addressing workforce shortages. SOURCE: Final Rulemaking published at 69 DCR 004169 (April 29, 2022). District of Columbia Municipal Regulations Office of the Attorney General Personnel 6-C DCMR § 203