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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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