A workforce planning brief depends on clean extracts more than on fancy presentation. Send department, role family, employment type, hire date, and location. Remove national ID numbers and personal contact details before transfer.
Open requisitions should include requested start month, hiring manager, and priority. Without priority, capacity charts treat every vacancy as equal — which rarely matches how leaders actually decide.
If last year’s plan exists as a spreadsheet, include it. Comparing intended openings to actual hires reveals where planning assumptions broke, which is often more useful than another static headcount snapshot.
Agree on a cutoff date. Mixing mid-month transfers with month-end snapshots creates phantom growth that wastes a review meeting.