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Suggested Citation:"Appendix K - Success Profile Template." National Academies of Sciences, Engineering, and Medicine. 2011. Practical Resources for Recruiting Minorities for Chief Executive Officers at Public Transportation Agencies. Washington, DC: The National Academies Press. doi: 10.17226/13324.
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Page 42
Page 43
Suggested Citation:"Appendix K - Success Profile Template." National Academies of Sciences, Engineering, and Medicine. 2011. Practical Resources for Recruiting Minorities for Chief Executive Officers at Public Transportation Agencies. Washington, DC: The National Academies Press. doi: 10.17226/13324.
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Page 43

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42 A P P E N D I X K Success Profile Template JOB TITLE CEO JOB REPORTS TO (Manager Title(s) / Direct & Dotted) BOARD OF DIRECTORS JOB BAND (circle one) L E A D STATUS PREPARED BY Exempt Full-Time Self Non-Exempt Part-Time APPROVED BY Self JOB CODE N/A DEPARTMENT EXECUTIVE DATE PREPARED MISSION: A one sentence, motivating description of “why” the position exists. The purpose of the job. How the job adds value. This role exists to provide strategic direction and leadership for OSI as well as develop market and sell OSI products and services. The role also provides senior consulting and facilitation services to key clients. CORE ACCOUNTABILITIES:Up to 10 (preferably 5-7) principal responsibilities with expected results. List percentage weight (10% minimum) for each. % OF JOB KEY ACCOUNTABILITIES/RESPONSIBILITIES OUTCOME/RESULT 20% Business Development: Marketing and Selling OSI Products and Services New Business 15% Strategy Development/Leadership Clear Future Direction 10% Staff Development Exceptionally Competent Staff 40% Consulting/Facilitating Revenue for Ongoing Overhead and Development Needs 10% Product Development New/Revised Products 5% Admin Organizational Efficiency

43 CORE JOB COMPETENCIES: the core accountabilities for the position (the “how”). Encompass the key dimmensions of overall competencies that collectively distinguish superior from less than superior job performance: knowledge, skills, self-image, values, traits and motives. For appraisal purposes, this is the “short list” of differentiating competencies. For career development applications, assessment against a larger dictionary of competencies is important, as long as each position has a unique set of core competencies. List up to 100 competencies from the Polaris Competency Model most required to achieve © Organization Systems International 2008

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Practical Resources for Recruiting Minorities for Chief Executive Officers at Public Transportation Agencies Get This Book
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TRB's Transit Cooperative Research Program (TCRP) Report 148: Practical Resources for Recruiting Minorities for Chief Executive Officers at Public Transportation Agencies provides strategies to recruit minorities for chief executive officer (CEO) positions and offers resources to assist governing boards of public transportation agencies in the recruitment of minority CEOs.

The report also assesses the transit industry's recruitment processes for CEOs and provides a case for diversity that documents the benefits of minorities in public transportation leadership positions.

The report also describes strategies for retaining CEOs at public transportation agencies.

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