Strategies to Attract and Retain a Capable Transportation Workforce (2011) / Chapter Skim
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Pages 102-108
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From page 102... ...
103 Implement a Succession Planning Program Establish Diversity Goal s Workforce Practices …..………….. 104 Minnesota DOT Succession Planning for Supervisors and Leadershi p Pennsylvania DOT Succession Planning for At-Risk Position s Definition of Succession Planning: Involves identifying and preparing high potential employees through mentoring, training, and job rotation opportunities to replace staff, upon exiting the agency, in key management positions.
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From page 103... ...
departments across the nation, it is important that the specific needs of your agency are used to guide the development and implementation of a program in your agency. Exhibit 14-2 Industry Strategies: Succession Planning Strategy Strategy Description Implement a Succession Planning Program Organizations conduct succession planning that ranges from simply creating career paths to a formal selection process where candidate pools are groomed for certain positions.
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From page 104... ...
14.3 Workforce Practices. Nine workforce practices that were designed to assist in making the process of "Succession Planning" within transportation agencies efficient and effective were reviewed, and we identified two workforce practices that were the most noteworthy within this context: Minnesota DOT Succession Planning for Supervisors and Leadership Pennsylvania DOT Succession Planning for At-Risk Positions For these two practices, we conducted a case study.
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From page 105... ...
estimated in the early 1990s that 90% of their engineering workforce and key leadership positions would be eligible for retirement or retired in the next 15-20 years. As a result, in 1994, the agency began to explore a Succession Planning program.
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From page 106... ...
Support for the program is dependent on the commitment from the Mn/DOT Commissioner and staff. The significant outputs from the program include a well-rounded performance management process including performance feedback in the organization; leadership development through classroom and onthe-job training; development programs such as job sharing and job switching; ability to utilize Mn/DOT talent in leadership positions; and the ability to align leadership with the strategic direction of the department.
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From page 107... ...
The Succession Planning program was developed in the central office at Penn DOT and then implemented by PennDOT's HR department. PennDOT's HR department researched best practices in other states, gathered information on related data systems, and collaborated with PennDOT's Workforce Development Division to develop training to prepare employees from the central office to travel to the districts and explain the Succession Planning program to local employees.
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From page 108... ...
Career Path Diversity Succession Planning Minority Development Practices Staffing Plan Database State DOT Succession Planning Programs Succession Planning Best Practices Workforce Planning Program The practice summaries include information, such as the lead organization, practice description, practice purpose, targeted participants, return on investment (ROI) timeline, influence of the economy, innovativeness, and resources to find out more information on the individual practices.
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