The challenge
For an Australian state‑based Department for Education, enabling faster, more consistent workforce decisions across a large and highly distributed school network required more than access to data – it called for a smarter way to connect information, planning and action.
Although workforce data was available, planning and allocation relied heavily on spreadsheets, local knowledge and manual processes. This made it difficult to see workforce supply and demand across regions, proactively identify gaps, or consistently match available staff to roles. Decisions were often reactive, fragmented and difficult to govern or track.
The Department needed a more intelligent, decision focused approach that could connect data, planning and action – supporting more confident, timely and consistent workforce decisions.
How we helped
OCM partnered with the Department to design and deliver a Workforce Planning App built on Microsoft Power Platform, with a clear focus on enabling better decisions – not just better data.
We consolidated workforce information into a single application, giving HR business partners a clear, real time view of roles, vacancies and available staff. This replaced fragmented planning processes with a trusted, central foundation for decision making.
Rather than digitising existing workflows, we identified the workforce planning decisions that mattered most and designed the system around them. Structured workflows and embedded decision logic help users consistently prioritise vacancies, evaluate placement options and manage workforce movements, reducing reliance on individual judgement and informal processes.
The solution was also designed with future capability in mind, providing a foundation for demand forecasting, scenario modelling and more proactive workforce planning.
Results that matter
The Workforce Planning App has transformed how workforce decisions are made across the Department.
The Department now has a clear, centralised view of workforce supply and demand, enabling faster and more consistent staffing decisions across schools and regions. Manual processes have been reduced, planning efficiency has improved, and workforce gaps can be identified and addressed earlier.
Transparency, governance and auditability of decisions have strengthened, supporting greater confidence in workforce planning outcomes. Most importantly, the Department has moved from a system that supports interpretation to one that enables action – aligning data, processes and people around the decisions that matter most.
This has established a strong foundation for ongoing improvement, positioning the Department to continue evolving towards more predictive and proactive workforce planning.
Our people
Jonathan Cherian
