Resourcing Strategy

The Resourcing Strategy is the link between the long-term Community Strategic Plan and the medium-term Delivery Program. 

It details how the strategic aspirations of Ku-ring-gai can be achieved in terms of time, money, people and assets and is designed to be a living document to reflect changing financial, asset and workforce information. 

Initiatives within the Strategy are reviewed annually to ensure relevance in a changing local government environment and to respond to changes in Council's Delivery Program.

The Resourcing Strategy has three components:

1. Long Term Financial Plan (LTFP)
   Council's Long Term Financial Plan is a ten-year financial planning document with a focus on long-term financial sustainability, one of the key issues facing local government. The plan addresses the financial requirements on Council of providing agreed levels of service and planned programs of capital works.
   
   

   The LTFP aligns with the Community Strategic Plan and Delivery Program, highlighting community needs and priorities as well as Council’s strategic priorities. It also aligns closely with the Asset Management Strategy and Workforce Strategy.

2. Asset Management Strategy (AMS)
   

   As the custodian of Ku-ring-gai’s public infrastructure, Council needs mechanisms and processes in place to deliver appropriate infrastructure services to the community in the most effective manner. Council’s AMS details how Council’s asset portfolio supports the service delivery needs of the community both now and over the next ten years.

   The AMS is aligned with Council’s LTFP. This includes capital expenditure data and required infrastructure renewal costs, which are included in the AMS to establish Council’s funding gap for infrastructure assets.

   The AMS is supported by Asset Management Plans for each asset class. Together, these documents and supporting data and systems (including asset registers and technical databases) make up Council’s Asset Management Framework.

   The Asset Management Policy (appended to the Strategy) sets out the principles, requirements and responsibilities for implementing consistent asset management processes throughout Council.

3. Workforce Management Strategy (WMS)
   The third component of the Resourcing Strategy is the Workforce Management Strategy (WMS). The WMS establishes a framework for building the capability of Council’s workforce to provide the organisation with the people best able to inform its strategic direction, develop innovative approaches to complex issues, and deliver appropriate services effectively and efficiently.
   
   

   The WMS provides a link between the delivery of strategies and services and their associated workforce implications. In addressing the human capital requirements for Council’s Delivery Program, the WMS spans four years.