Needs Assessment Documentation (Adapted from Petroleum Human Resources Council of Canada Increasing the Talent with permission.)

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1 Needs Assessment Documentation (Adapted from Petroleum Human Resources Council of Canada Increasing the Talent with permission.) Introduction to the Template This can be used as a template for documenting the outcomes of the needs assessment with the working group. The value of a comprehensive needs assessment document is that: It can be circulated to the working group for review and validation. Can be used as a foundation for communicating the results of the needs assessment to company leadership and others. Can be revisited in the future when the company is interested in evaluating and/or building on the Recruitment and Retention action plan. This template follows the agenda outlined in the facilitation guide for the Needs Assessment Working Group Session. Needs Assessment Overview of the Recruitment and Retention Initiative Outline the business case for developing a Recruitment and Retention action plan. With permission, comments reflecting the value of the initiative as expressed by company leaders can be included. Consider including an overview of the Recruitment and Retention model, philosophy and approach to provide context to how the needs assessment has been structured. Insights on Recruitment and Retention Strengths and Challenges Faced by the Company Record information provided by the working group during the needs assessment session. Record information provided by the working group during the needs assessment session. WHAT IS THE CURRENT SITUATION? A) Labour Pool 1) What do you know about the labour pool the company currently draws from? 2) Who is missing from this labour pool? HOW DO YOU KNOW?

2 WHAT IS THE CURRENT SITUATION? B) Influencing Industry Choice 1) What are the factors that influence people s decision to work in the supply chain? 2) What are the factors that keep people away? C) Influencing the Decision to Join the Company 1) What are the organizational-based strengths that create recruitment opportunities for the company? 1) What are the organizational-based factors that create recruitment challenges for the company? strengths that create recruitment opportunities for the company? factors that create recruitment challenges for the company? HOW DO YOU KNOW? WHAT IS THE CURRENT SITUATION? HOW DO YOU KNOW? D) Influencing the Decision to Stay with the Company (30 min) 1) What are the organizational-based strengths that create retention strengths that create retention opportunities for the opportunities for the challenges? company?

3 Career 1) What the Profiles organizational-based factors that create retention challenges for the company? factors that create retention challenges for the company? Categories and Themes Record the themes identified for each category. Labour Pool Category Theme(s) Influencing Industry Choice Industry Attractiveness Category Theme(s) Workforce Development Influencing the Decision to Join the Company Company Recruitment and Branding

4 Career Community Attractiveness Profiles Influencing the Decision to Stay with the Company Workplace Experiences Community Experiences

5 Identifying Important Issues: Boiling it Down - Round One Record the results of the first round of voting. Labour Pool Influencing Industry Choice Industry Attractiveness Workforce Development Influencing the Decision to Join the Company Company Recruitment and Branding Community Attractiveness Influencing the Decision to Stay with the Company Workplace Experiences

6 Community Experiences Identifying Important Issues: Boiling it Down - Round Two Identify selection criteria used during second round of voting. They could include: Company and employees will see results. Significant impact if we could fix this issue (even in the medium- or long-term), there would be a significant improvement in our ability to recruit and/or retain employees Fills a gap the issue is not already being fully addressed by another initiative. Within our control it is feasible to have an impact on this issue. Access and utilize other company and community resources don t reinvent the wheel. Other? Confirming Priorities Record the themes identified as most important by the whole group. Make sure to include any information and discussion items that may impact action planning and/or implementation including: What are those issues that can be addressed by this initiative in the short-term? What are those issues that can be addressed in the medium and long-term? Labour Pool Influencing Industry Choice Industry Attractiveness

7 Workforce Development Influencing the Decision to Join the Company Company Recruitment and Branding Community Attractiveness Influencing the Decision to Stay with the Company Workplace Experiences Community Experiences Next Steps Document the next steps in the process, the role and responsibility of the working group and timelines.

Needs Assessment Working Group Session (Adapted from Petroleum Human Resources Council of Canada Increasing the Talent with permission.

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