Click for next page ( 2

The National Academies | 500 Fifth St. N.W. | Washington, D.C. 20001
Copyright © National Academy of Sciences. All rights reserved.
Terms of Use and Privacy Statement

Below are the first 10 and last 10 pages of uncorrected machine-read text (when available) of this chapter, followed by the top 30 algorithmically extracted key phrases from the chapter as a whole.
Intended to provide our own search engines and external engines with highly rich, chapter-representative searchable text on the opening pages of each chapter. Because it is UNCORRECTED material, please consider the following text as a useful but insufficient proxy for the authoritative book pages.

Do not use for reproduction, copying, pasting, or reading; exclusively for search engines.

OCR for page 1
1 SUMMARY Practical Resources for Recruiting Minorities for Chief Executive Officers at Public Transportation Agencies The 2000 U.S. Census revealed that minorities occupied only 20% of the leadership roles in the top 20 public transit agencies in the nation. The low incidence of minority leaders is not restricted to these prominent agencies. In fact, this percentage actually decreased as the pool of agencies increased beyond the top 20. TCRP Project F-15 was initiated to provide executive recruiters and governing boards of directors with a practical guide for recruiting, selecting, developing, and retaining minority chief executive officers (CEOs) at public transit agencies. Unique methods for executive talent acquisition and strategic human resource management are needed because public transit agencies find identifying a qualified pool for CEO positions difficult. Chapter 2 of this research report discusses the main findings of relevant literature and incorporates the knowledge of previous diversity recruitment techniques and experiences that are of significant importance to the project’s objectives. Chapter 3, “Resources for Recruiting Minority CEOs at Public Transit Agencies,” dis- cusses the growing relevance of diversity in the workplace, as well as the recruitment of, and statistics concerning, minority executives. This chapter provides insight into social and de- mographic trends in transportation and the strategic impact of diversity models on organi- zations. Chapter 3 is designed primarily to address the needs of executive recruiters and gov- erning boards of directors who express difficulty in finding qualified minorities for CEO positions for U.S. transit agencies. Transit providers of all sizes will find suggestions in this “resources” chapter helpful and are welcome to modify recommendations to meet their needs. Chapter 3 is organized into three major sections: • Diversity CEO Recruitment Models, • Executive Selection Processes, and • Retention. Each section provides practical recommendations that can be applied in public transit and private sector industries. Effective implementation of the practices assumes specific knowl- edge, skills, and abilities in human resources management and will require adjustment to unique organizational circumstances. There are 11 appendices. Appendix A contains an executive leadership selection process. Appendices B and C outline a competency model worksheet for the position and organiza- tion. Appendix D is a sample library of competencies. Appendix E presents the different types of staffing assessments used in the selection process. Appendix F provides an informational outline and process protocol for competency-focused structured interviews. Appendices G, H, and I are guidelines and tools to support successful interviewing. Appendix J outlines the process for succession management within organizations and Appendix K provides a success profile template.