Annual workforce plan
Produce the plan from the strategy document and your own workforce evidence in one structured run.
— Organisation & Workforce
Workforce Plan
Builds the core workforce plan by comparing what a strategy requires against current workforce and skills evidence, expressed as roles and capability gaps.
- Organisation & Workforce
- Traceable reasoning
- Runs anywhere
3–4 weeks → ~15 minutes
Including the external research pass
No coding required
- Input
- Strategy papers and operating plans
- Output
- A gap analysis in roles and capabilities
- Runs in
- Skillsize · ChatGPT · Claude · Copilot
- Export
- SKILL.md · MCP
- Time saved
- ~3–4 weeks per run
— USE CASES
What people use Workforce Plan for
Business case support
Evidence the roles and capabilities a plan genuinely requires.
Cyclical refresh
Re-run with updated inputs so movement between cycles is comparable.
What it works from
- Strategy papers and operating plans
- Org, role and skills evidence
- Planning horizon and assumptions
What you get back
- A gap analysis in roles and capabilities
- A structured plan you can put to an exec team
- A reusable baseline for the next cycle
— HOW IT BEHAVES
How Workforce Plan produces its result
The mechanics behind this specific template — what it reads, what it calculates, and where a human stays in the loop.
The gap named and sized
What the organisation in scope requires and what it currently has are set against each other role by role, so each gap is quantified rather than described in general terms.
Capability read from the evidence
Skills and requirements are read out of org data, role documentation and headcount exports as structured data rather than inferred from job titles.
Grounded in your own context
Your strategy, standards and prior work are loaded first, so conclusions about the organisation in scope are anchored to your situation.
Anchored to your actual structure
Analysis runs against your real reporting lines and roles rather than an assumed org shape.
Live research on the organisation in scope
Current external sources on the organisation in scope are researched during the run rather than recalled from training data, and every source travels with the output.
Live signals, not stale recall
Market activity around the organisation in scope is pulled in as it stands today, so the analysis reflects the current picture rather than a model's memory.
Why this is expensive by hand
Every organisation & workforce team needs workforce Plan — and almost none of them do it the same way twice. In practice it shows up as annual workforce plan: produce the plan from the strategy document and your own workforce evidence in one structured run. The value sits in the rigour, not the typing — yet the rigour is exactly what gets traded away when there is only 3–4 weeks of capacity for it.
How this Skill produces it
Here the same job runs as a Skill. Your material goes in; a gap analysis in roles and capabilities comes out, alongside a structured plan you can put to an exec team. The judgement is built in — how items are broken up, what standard they are held to, and where the run stops for a human review. The practical effect: 3–4 weeks of manual work becomes a ~15 minutes run, held to an identical standard on the tenth engagement as on the first.
Who it's for
- Org design and workforce planning leads
- COOs and functional leaders reshaping teams
- Transformation consultants sizing people impact
- HR business partners supporting redesign
Run it in Skillsize — or export it anywhere
Workforce Plan exports as a structured SKILL.md file and is MCP-ready, so the same method runs in ChatGPT, Claude, Copilot or your own AI products. Adapt it to your methodology, and the intelligence stays yours — not locked to one vendor.
ChatGPTClaudeCopilotAI Products (MCP)
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