No, CVRs submitted through Dynamic Forms will no longer be accepted after June 16, 2025.

Yes, previously submitted/approved copies should be available in your ‘Drafts' section in Dynamic Forms.

It depends on the approval date. CVR forms approved on or before June 30, 2025, can still be used. After that date, the current form will be disabled, and any unapproved submissions must follow the new process.

Yes, additional sessions will be offered. Dates will be shared in future communications.

Workforce planning is a strategic and collaborative process to assess current and future needs within a department or unit. It takes a broad, institution-wide view to align talent with organizational priorities.

Workforce planning supports informed, data-driven decisions around hiring, restructuring, staff development, and succession planning.

Specifically, workforce planning helps to:

• Clearly justify position needs within the broader institutional context,
• Prioritize hiring decisions based on organizational impact and alignment, and

Strengthen business cases for funding and recruitment initiatives.

The purpose of the workforce planning process is to ensure that workforce management is grounded in operational and financial context. It provides a consistent, institution-wide lens that supports more intentional and strategic planning by:

• Assessing the current workforce: Understanding your team’s structure, capabilities, and critical roles
• Analyzing future needs: Aligning staffing with emerging strategic priorities and anticipated changes

Key questions to consider during workforce planning:

Current Workforce:

• What are your team’s core functions today?
• Are any roles misaligned with current responsibilities?
• Where are you over- or under-resourced?

Future Workforce:

• What will success look like 12–24 months from now?
• What roles or skills are missing to support that vision?
• Can any work be consolidated, automated, or redistributed?

The PD was selected because it offers several strategic and practical benefits - all of which help reduce redundancy and streamline the hiring process:

• Efficient Use of Time: PDs are reusable and remain in the system, so the effort invested isn't lost—even if a request isn’t approved.
• Justification Captured: The PD includes both the position justification and key role details, eliminating the need to complete separate forms.
• Supports Strategic Planning: PDs can be submitted in advance, supporting long-term workforce planning and preventing repetitive justification for future hiring needs.

Turnaround time may vary depending on the approvers involved. As departments become more familiar with the process and requirements, approvals should move more quickly. While the review structure may evolve under a more disciplined hiring approach, the focus remains on alignment and responsiveness.

The labels help clarify the department’s intent, even though the approval process remains the same. “For Recruitment” indicates that the department is ready to begin hiring immediately. It helps leadership distinguish between active hiring needs and submissions made for planning or other non-recruitment purposes. The Talent Acquisition team will only approve PDs marked “For Recruitment,” as this signals the position is ready to move forward in the hiring process.

PDs should be submitted by those who currently handle this task - typically HR liaisons or others serving in that capacity. They are expected to ensure the PD is complete, accurate, and aligned with workforce planning requirements.

No. Workforce planning is designed to be collaborative. Submitters should work with their unit or college-level approver, Chief Business Officer or Finance Director, and HR Designee to ensure alignment with broader planning efforts.

Start by confirming with your department’s HR office whether access is required for your role. You can find the HR Liaison directory here: HR Liaison Directory.

If access is necessary, complete the Initiator Training and submit a PageUp Access Request Form. More information and links are available here: PageUp Resources.

• For questions about the position description process or workforce planning, contact workplan@gmu.edu.
• For PageUp access issues or technical inquiries, contact jobs@gmu.edu.