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Alabama Department of Transportation
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Planning and Training for a Successful Future
Maxine Wheeler ALDOT Training Bureau Chief
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Alabama Department of Transportation Planning and Training for a - - PowerPoint PPT Presentation
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
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Computer Services
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Alabama Department of Transportation (ALDOT)
Succession Planning
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Employee Development Program and ALDOT Leadership Academy
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Employee Development Program (EDP)
- EDP was established January 2002
- Recognized “skills gap” and “opportunity gap”
- Designed to provide equal and fair
- pportunities for all employees to develop job
skills important for career advancement
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EDP Meets The ”NEED”
New employees Education and Training - “Brain Drain” Experience Leaving Development opportunities for all
employees
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3088 em ployees 70% 1350 em ployees 30% Retirem ent Eligible N
- t Eligible to Retire
ALDOT RETIREMENT
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555 em ployees 13% 20 employees .5% 20 employees .5% 245 em ployees 6% 1145 em ployees 26% 935 employees 20% 1518 employees 34% U nder 20 20 - 29 30 - 39 40 - 49 50 - 59 60 - 69 70 and over
ALDOT: EMPLOYEES BY AGE
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New Employees
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Brain Drain
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SKILL KNOWLEGE
Education Training
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Experience Leaving
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Training and Development Opportunities for ALL
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So, how does ALDOT get it done??
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We Recognize “the NEED”
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ALDOT EMPLOYEE DEVELOPMENT PROGRAM (EDP)
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Laurie Butler – EDP Manager
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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
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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.
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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.
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Example – Office EA Module
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“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.
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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
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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
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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.
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EDP Reference Document
EDP Handbook for Employees
– Each employee receives a copy – Summarizes the EDP and answers frequently- asked questions
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Participation
Currently there are over 2000 employees
participating in the EDP
This number continues to grow every year
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Training within Succession Planning - Challenges
Managing the process Ensure quality of training Constant change of technology Buy in from all involved Continued productivity
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Succession Planning - Benefits
State employment pride Department and career loyalty Strong workforce Future leaders
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A WORK IN PROGRESS
Research New Technology Coordination Evaluate
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Our Future
Strategy - Commitment – Perseverance - Caring
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Alabama Department of Transportation (ALDOT)
Employee Development Program
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ALDOT Leadership Development Program
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