This workshop will form the starting point of tailoring Palestinian country specific institutional gaps assessment methodologies. The envisaged series of workshops are the starting point of this process, where senior civil servants will further develop and tailor the handbook to their recovery priorities.
 
The workshop will first introduce the Institutional Gaps Assessment Methodology (IGAM): objectives, priorities, scope of application, steps, tools, etc. Then it will adapt the IGAM tools and questionnaire to be able to assess the requirements of the Strategic Workforce Planning Framework inside the concerned public institutions to evaluate the related capacities as the following: - Understand the strategic direction of the institution and how this will impact the workforce (align); - Understand the current and future workforce needs and create scenarios (compare); - Conduct gap analysis to understand future workforce capability needs (identify gaps); - Develop strategies to address workforce gaps and align the workforce with future needs (develop and implement plan); - Implement strategies, evaluate their success and revise as needed (monitor, evaluate and revise), etc.
 

The workshop will develop and evaluate various indicators used in the institutional gaps assessment process; interpret and translate indicators into an institutional gaps assessment; process and analyze the results of the questionnaire; and it will formulate an institutional capacity development program. Finally, the workshop will train these civil servants to be trainers and to be able to conduct the institutional gaps assessment methodology inside other institutions and to train future trainers.
 

The targeted audience for this Framework is any person or function involved in strategic workforce planning within the public institutions: senior executives and managers; planning and workforce planners; human resources; finance function. The workshops will train civil servants to develop and apply the methodology, as well as analyze its findings. The findings will serve senior civil servants to place their institutions to support better development outcomes through the identification of gaps (at the institutional level, in particular pertaining to workforce planning and human resources management).