Workforce Planning
Workforce planning that forecasts, sources and sequences the skilled people your program depends on, before the schedule needs them.
When skilled labor is scarce, it becomes the critical path.
In many markets the scarcest resource is not steel or switchgear. It is people: electricians for data centers, pipefitters for process plants, commissioning specialists for hospitals. Competing programs draw on the same pool, and a schedule that ignores it is planning for crews that will not arrive.
We build workforce plans from the schedule outward. We forecast demand by trade and month, test it against regional supply and competing programs, and shape sourcing and retention strategies that put the right people on site in time. The schedule becomes something the labor market can actually support.
What we bring to Workforce Planning
Senior practitioners, a proven method and the right technology. Every line below is part of the engagement, not an upsell.
Demand forecasting
Craft and professional demand forecast by trade, month and site.
INCLUDEDLabor market review
Regional availability and competing program demand assessed.
INCLUDEDSourcing strategy
Recruitment, subcontracting and travelling-labor approaches developed.
INCLUDEDProductivity assumptions
Realistic productivity tied to crew mix and experience.
INCLUDEDCapacity pipelines
Apprenticeship and upskilling plans that grow future capacity.
INCLUDEDWorkforce tracking
Planned versus actual headcount and productivity tracked each period.
INCLUDEDA clear path, milestone by milestone.
A disciplined sequence, so you always know what happens next, who owns it and why it matters.
What you receive
- 01Workforce demand forecast
- 02Labor market risk assessment
- 03Sourcing and retention strategy
- 04Productivity assumptions register
- 05Capacity pipeline plan
- 06Workforce tracking report
Technology we work in
Platform-fluent and vendor-independent. We work inside your environment, or help you choose the one that fits. We take no reseller commissions.
What changes when we arrive.
Not more reports. Earlier warnings, firmer dates and decisions your board, lenders and teams can trust.
Scarce skills locked in before they become a bottleneck.
Plans grounded in the workforce you can actually hire.
Experienced people retained for the life of the program.
What leaders ask us first.
Straight answers from the people who do the work. If your question is not here, ask us directly. A senior practitioner will reply.
Why is workforce planning part of scheduling?
Because in many markets labor availability now determines what can be built and when. A workforce plan is what makes the schedule achievable.
Can you assess labor risk across several projects?
Yes. Portfolio-level workforce planning is especially valuable when several of your programs compete for the same trades in the same region.
Do you recruit?
No. We build the demand plans and sourcing strategies; recruitment itself is carried out by your teams or your recruitment partners, working to a plan that tells them who is needed and when.
Pull Planning
Facilitated pull planning that builds reliable phase plans by working back from milestones with the trades themselves.
Last Planner® Support
Implementation and coaching of the Last Planner® System to raise plan reliability and keep work flowing on site.
Look-Ahead Planning
Rolling look-ahead plans that turn the master schedule into ready, resourced, constraint-free work for the field.
See your finish from here.
Tell us where your project stands today. In one conversation with a senior practitioner you will know where it is really heading, what is driving it, and what it will take to land it.
- Senior practitioner on the first call
- Confidential by default
- A straight answer, not a sales pitch
