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Planning for Change
(avoiding crisis)
NLTAP2013 National Meeting
Boise, ID
Tim Colling, PhD., P.E.
Director, Center for Technology & Training
Civil & Environmental
Engineering
Chinese symbol for Crisis……
Motivational Speakers
3
A wise man once said.….
4
Change is inevitable, it the
crisis that is optional….
5
What Does A Transition Plan Do?
 Details how the center will be run in a “crisis”
 How the leadership will be selected
 Who the likely candidates are
 Details key technical positions
 Outlines development necessary for key staff
 Part of a larger plan
6
What is in a transition plan?
1. Identification of key activities/roles
2. Identification of key staff to fill roles
3. Assessment of training / development necessary for staff to fill positions
7
Why plan for staff changes???
Avoid a skills vacuum
Illness, accident or just life happening
Centers don’t usually have a “deep bench”
What we do is relatively unique
Maintain key skills
Way to insure future for staff who remain
Career path for existing staff
8
Identification of key activities/roles
Identify any role that is critical to service delivery
Sponsor relationships
Center budgeting and management
Proposal preparation and funding processes
Technical focus areas
Project management for large projects
Teaching core outreach classes
Identify key staff that are responsible for execution of roles
Management positions
Key technical positions
Specific administrative functions
Hard to get employees
N+1 philosophy
9
Identification of key staff to fill roles
Plan for internal staff first
Look outside the organization for help / resources
Cultivating new hires (professionals and students)
Shifting responsibilities in time of need
Similar units
Plan for hard to find employees
Open postings
Leverage positions
10
Assessment of training / development
necessary for staff to fill positions
Formal training
PSMJ project managers boot camp
Technical training
Informal training
Engaging more people than “necessary” to complete a task (job
shadow)
Take advantage of “vacations” to try tasks out
Build standard processes and document
11
Expanded Growth and Positioning
Plan
1.
2.
3.
4.
5.
6.
7.
12
History of the organization
Staff resources
Management structure
Organizational sustainability (transition plan)
Current projects / funding
Opportunities for growth
Center operational concerns
Benefits
 Relationship with the department
 Clearly communicates intent with staff
 Helps keep staff development on track
 Helps bring clarity to future staff hiring
 Becomes an operational philosophy
 Budgeting / garnering more resources
13