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Succession planning : phase II.
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  • Abstract:
    Succession planning is an organizational investment in the future. Institutional

    knowledge is a critical ingredient in the culture of an organization, and its intangible

    value becomes significant when an organization is faced with the need to pass this

    knowledge to a new generation of leaders or employees in key positions. An

    exploration of the current situation in the Delaware Department of Transportation

    (DelDOT) was undertaken during Phase I of this project, which resulted in the

    development of three recommendations for future action. This Phase II report details

    the findings related to two of those recommendations: focusing effort on reducing

    vacancy rates within the Planner Series and establishing a Senior Mentoring Program

    within DelDOT.

    The analysis of current, successful DelDOT efforts to recruit Engineers and the

    availability of Planner programs at regional institutions of higher education resulted in

    the development of a conceptual model for Planner recruitment. Utilization of this

    model should directly address vacancy rates in the Planner series.

    Regarding the establishment of a Senior Mentoring Program within DelDOT, the

    research findings highlight best practices regarding mentoring programs among

    comparable organizations. This project also produced the wholly unexpected result of

    discovering that a mentoring program already existed within the agency – but that it had

    not been utilized by the staff of the Planning Department.

    On the whole, this project directly illustrates the practical benefit of applied research.

    The recommendations that have been developed could be implemented in short order.

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