Alabama Department of Transportation Planning and Training for a - PowerPoint PPT Presentation

Alabama Department of Transportation Planning and Training for a Successful Future Maxine Wheeler ALDOT Training Bureau Chief 1

Alabama Department of Transportation (ALDOT) is currently the largest Alabama state agency Overall mission statement: To provide a safe, efficient, environmentally sound intermodal transportation system for all users, especially the taxpayers of Alabama…. 2

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Computer Services 5

Alabama Department of Transportation (ALDOT) Succession Planning ― Employee Development Program and ALDOT Leadership Academy

Employee Development Program (EDP) EDP was established January 2002  - Recognized “skills gap” and “opportunity gap” Designed to provide equal and fair  opportunities for all employees to develop job skills important for career advancement

EDP Meets The ”NEED”  N ew employees  E ducation and Training - “Brain Drain”  E xperience Leaving  D evelopment opportunities for all employees 8

ALDOT RETIREMENT 1350 em ployees 30% Retirem ent Eligible 3088 em ployees N ot Eligible to Retire 70% 9

ALDOT: EMPLOYEES BY AGE 20 employees 20 employees .5% .5% 245 em ployees 6% 555 em ployees 13% 1145 em ployees 26% 935 employees 20% U nder 20 20 - 29 30 - 39 40 - 49 50 - 59 1518 employees 34% 60 - 69 10 70 and over

New Employees 11

Brain Drain Education Training KNOWLEGE SKILL 12

Experience Leaving 13

Training and Development Opportunities for ALL 14

We Recognize “the NEED” So, how does ALDOT get it done?? 15

ALDOT EMPLOYEE DEVELOPMENT PROGRAM (EDP) Laurie Butler – EDP Manager 16

EDP Overview  Implemented in four phases from January, 2002 through July, 2003  EDP Managers monitor activities to ensure equitable training opportunities  Modules designed to help employees learn their current job and prepares employees for advancement in their logical career path  Voluntary 17

Training and Managing Employees  The EDP is not intended to interfere with the way supervisors train and manage employees.  Employees are required to do the work assigned by their supervisor, regardless of their status in the EDP.  The program is a way for supervisors to show that they are providing developmental opportunities for all of their employees. 18

EDP Module Programs After reaching permanent status, each employee  meets with an EDP Coordinator  reviews the Program developed for the job class  decides if he/she wants to participate in the voluntary module program Modules Activities  teach skills needed on the first day in a promotional position within the logical career path  typically mirror the duties and skills that new employees need to learn  generally include normal job activities. 19

Example – Office EA Module 20

“Preparing for Supervisory Responsibilities”  All programs contain a standard module called “Preparing for Supervisory Responsibilities” when: – A promotional position involves supervising employees but – The current job does not.  “Prep” modules includes courses designed to help employees prepare for supervisory duties in the promotional position. 21

Working on a Module Program  Employees work on module activities: – during normal work hours – during regular work activities.  Activities often overlap with what the employee would do to learn and perform his/her job  Occasionally, activities may be from higher classifications 22

Rating Supervisor’s Role  Stay abreast regarding EDP  Complete documentation to – offer the program to employees – complete monthly reports – document completion of activities, modules, and programs  Inform if job competencies change  Allow employee to attend courses 23

Rating Supervisor’s Role: On-the-job Training Activities  Provide the training within the module timeframe.  Document legitimate reasons for failing to provide activities within the timeframe.  Ensure every employee has opportunity to be exposed to and become familiar with activities. 24

EDP Reference Document  EDP Handbook for Employees – Each employee receives a copy – Summarizes the EDP and answers frequently- asked questions 25

Participation  Currently there are over 2000 employees participating in the EDP  This number continues to grow every year 26

Training within Succession Planning - Challenges  Managing the process  Ensure quality of training  Constant change of technology  Buy in from all involved  Continued productivity 27

Succession Planning - Benefits  State employment pride  Department and career loyalty  Strong workforce  Future leaders 28

A WORK IN PROGRESS New Research Technology Coordination Evaluate 29

Our Future Strategy - Commitment – Perseverance - Caring 30

Alabama Department of Transportation (ALDOT) Employee Development Program

ALDOT Leadership Development Program 32