Inspiring the Next Generation: Moderated by: Kelli Burn-Roy - - PowerPoint PPT Presentation

August 9, 2017

FYI in 45

Inspiring the Next Generation:

Mentoring and Workforce Planning

Panelists: Susan Crawford Ben Mosher Moderated by: Kelli Burn-Roy

Recording in progress All phones are

• n mute

Questions encouraged

Before we begin…

Our Panel

Ben Mosher, PE, BCEE Technical Delivery Manager, Senior Environmental Engineer Susan Crawford, PE, BCEE Senior Vice President, Director of Technical Advancement Kellene Burn-Roy, PE Technical Services Unit President Moderator Featured Speakers

Today’s discussion will focus on …

Understanding the Importance Mentoring and Workforce Planning Showcasing CDM Smith’s Successful Programs and How Other Organizations could Apply Similar Approaches How technology, distance, and generational difference affect mentoring and workforce planning

How do you find, keep and grow an inspired staff?

10-Year Projected Employment Growth in Science and Engineering Occupations

Source: National Science Board, 2016 Science and Engineering Indicators

8.6% 15.7% 9.2% 10.3%

Baby boomers are projected to make up over 40% of the STEM Workforce by 2022

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% 1992 2002 2012 2022

Labor Force Projections for 2022

16 to 24 25 to 54 > 55

Source: U.S. Dept of Labor, Bureau of Labor Statistics

Strategic Workforce Planning

▪ Right People ▪ Right Place ▪ Right Time

Mentoring

According to Harvard Business Review (Roche): ▪ 65% of the 1,250 top executives listed in the Wall Street Journal had at least one important mentor ▪ Mentored personnel had higher salaries, more rapid promotions, greater achievement of career

• bjectives, and higher job AND

life satisfaction.

Can you give us some specific examples of these programs you’ve introduced?

CDM Smith Structured Mentoring Program

▪ Mentees:

▪ 725 mentees enrolled ▪ 82% participation for target staff (Levels 1-4)

▪ Mentors:

▪ Approximately 900 volunteers ▪ 675 mentors enrolled across all business units

▪ Total Participation:

▪ ~1400 staff

Keys to Mentoring Program Success

▪ Continuously monitor success of pairings through direct managers and firm-wide coordinators ▪ Ongoing education opportunities ▪ Regularly “refresh” pairings to allow for new or additional relationships ▪ Make sure the program remains current, relevant and sustainable

Technical Specialist Development Program

What is it?

▪ At CDM Smith, we have three levels of technical professionals:

▪ Practice level (Grades 4-6) ▪ Mid-master level (Grades 6-8) ▪ Senior master level (Grades 8-10)

▪ This is a 2-year program to aid in developing both

• ur mid-master and practice level professionals

▪ Rigorous process that pairs one mentor with two mentees in their technical specialty and includes development and execution of a detailed 2-year career development plan tailored to each mentee.

Technical Specialist Development Program (cont.)

▪ Mentees are expected to:

▪ Advance technical expertise ▪ Increase technical luminescence ▪ Improve networking ▪ Market their specific technical specialty to support our business strategy and increase technical supremacy in the marketplace

Technical Specialist Development Program (cont.)

▪ Mentees are expected to:

▪ Advance technical expertise ▪ Increase technical luminescence ▪ Improve networking ▪ Market their specific technical specialty to support our business strategy and increase technical supremacy in the marketplace

What is the right balance between structured and unstructured?

Structured and Unstructured Mentoring

What sort of skills are you developing training for – technical skills or soft skills?

Balance of skill sets

Soft Skills Technical Skills

How do generational differences come into play?

Generational differences

Our four-generation workforce provides challenges

”Write me” ”Call me” ”Email me” ”Text me”

Seniors

• b. 1920-1945

Baby Boomers

• b. 1946-1965

Gen Xers

• b. 1966-1979

Gen Yers/Millennials

• b. 1980-2000

Mentoring the Gap and What to Consider

▪ Expectations ▪ Career ▪ Communication ▪ Management Style ▪ Feedback ▪ Change

How do you track and reward participation?

CDM Smith President’s Award for Mentoring

How has technology changed mentoring?

Are there things the mentee can teach the mentor?

Do you have any advice for

• rganizations who

are looking to begin or strengthen their programs?

Closing Thoughts: Inspiring the Next Generation

▪ Employees are our greatest asset—invest in them! ▪ Have a formal mentoring program(s) ▪ Use technology to your advantage ▪ Recognize gaps and identify how to fill them ▪ Adapt and change when needed

“Success isn’t just about what you accomplish in life, it’s about what you inspire others to do.”

Contact Information

Ben Mosher, PE, BCEE Technical Delivery Manager, Senior Environmental Engineer mosherbr@cdmsmith.com 603-222-8381 Susan Crawford, PE, BCEE Senior Vice President, Director of Technical Advancement crawfordsl@cdmsmith.com 214-346-2867 Kellene Burn-Roy, PE Technical Services Unit President

burnroykm@cdmsmith.com

760-710-4687 Moderator Featured Speakers

Thank You