Succession DART and Supervisory DART

Succession DART and Supervisory DART Succession DART and Supervisory DART - Start

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Succession DART and Supervisory DART - Description

Presented By. Cheryl D. Orr, SPHR, IPMA-SCP. Vice President of Human Capital. June 20, 2017. MAX Program. – Partnership with DART, LA METRO, MARTA, RTD. Leadership DART . – Partnership with Southern Methodist University. ID: 672097 Download Presentation

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Succession DART and Supervisory DART

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Succession DARTandSupervisory DART

Presented By

Cheryl D. Orr, SPHR, IPMA-SCP

Vice President of Human Capital

June 20, 2017


MAX Program – Partnership with DART, LA METRO, MARTA, RTDLeadership DART

– Partnership with Southern Methodist University

Management DART – Partnership with Southern Methodist UniversitySupervisory DART – Partnership with Dallas County Community CollegeSuccession DART – DART developed with Consultant

Career Development Programs



Succession DART


Talent Dependency Addiction Cycle


Talent Benchstrength Objectives


Succession Talent Strategies


Complete Talent Strategy Requires External Talent Acquisition AND Internal Talent Benchstrength


Effective Succession Planning

Effective Succession Planning answers these questions…

What does the employee want?

What does the organization need?

How soon will the organization need this talent?

What actions can we take now to increase readiness?

Does the role align with the employee’s strengths?

Is the employee ready for a successor position?


Overview of Succession DART

To have a plan in place to ensure continuity of business and to minimize impact of:

Loss of talentLoss of continuity of leadershipKey plan components / strategies:Identification of “at risk” positions

Retirement eligibility

Succession strategy elements:

Outside recruitments = external talent acquisition

Internal promotions / transfers = internal



Functional reorganizations

Project Background & Purpose – Maintenance

Steering Committee Purpose(s)

Develop Succession Purpose & Goals Statement

Oversee Process Implementation

Vetting of Candidates

Developed Comprehensive Application

Establishing TimelinesHuman Capital assumed oversight of program with candidates and consultant.


Succession Planning Consultant

Doris Sims, SPHR

www.SuccessionConsultant.comInternational Talent Review and Succession Consultant, Author and Speaker

Author of:

The 30-Minute Guide to Talent and Succession Management

The Talent Review Meeting Facilitator’s Guide

Building Tomorrow’s Talent: A Practitioner’s Guide to Talent Management and Succession Planning

Creative New Employee Orientation Programs

Creative Onboarding Programs

Editor of the book by Mark Caruso:

Succession Management: The “How To” Puzzle—Solved!


Steering Committee Purpose Statement

“Refine and oversee implementation of transparent processes that can be used throughout the agency to ensure knowledge transfer & business continuity through continuous improvement in business efficiency & talent development.”


Eligibility/Selection Criteria



> 2

yrs with DART

Current job grade


5 yrs leadership experience

Career advancement



3.5 PMP rating last 2 yrs

Learning agility

Past work / leadership experiences

Desire for advancement


Advancement & cross functional

leadership potential

Leadership development alumni

Alignment w/ Agency values

Leadership competencies


14 candidates were selected from those whom applied.Selected through a process designed by the Succession Planning


Candidates participated in a 360* assessment processReceived feedback based on their assessmentsCreated Succession actions plans Candidates have participated in 3 quarterly sessions with ConsultantIncluded reading a book “Gung Ho”

Review of 7 Habits by Stephen Covey

Series of exercises and discussions around leadership and goals

Two candidates have moved into Interim capacities as Assistant Vice Presidents

DART has purchased Talent-Selection Intellectual Property Package so that we have material to start another class in the near future.

Overview of Succession DART Candidates


Supervisory DART


Supervisory Certificate Program Collaboration with the Dallas County Community College District6 classes of 3 credit hours each (earn 18 college credits)

All Courses are online

Business Principles – Modules #1 Supervision - Module #2Principles of Management – Module #3Human Resources Management – Module #4Problem Solving and Decision Making - Module #5Cooperative Education – Business Administration and Management - General - Module #6

Supervisory DART


Second Class started in May 2017 25 candidates (6 alternates) selected from 197 employee applications23 of the candidates are from OperationsCriteria for application:

Regular fulltime employee status

Currently in a formal supervisory roleNot currently attending or previously attended Management/Leadership DARTSince all classes are all online, there has been strong support from the DCCCD coordinator for those who have not participated in online classes

Supervisory DART





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