Those in the program indicated the instructors are enthusiastic and knowledgeable, new skills are being learned and have even recommended the training to other VTA departments. Manjit Chopra, VTA programmer and pilot program participant, said “I feel great after yesterday’s training. It has surely overcome whatever fears I had in giving presentations and interacting with customers. I am sure that if VTA can find the resources to extend this training to other VTA employees, it will help address their fears, as it did mine, and also help them do their jobs more efficiently.”
Once the initial pilot concludes in the fall, VTA anticipates implementing the program agency-wide. The challenge will be increasing capacity without watering down quality. It will require fully dedicated, full-time, professionals with the right skill set to implement a succession plan program on a larger scale. It will also be prudent to determine whether the current competencies and level of proficiency targeted in the development of the pilot is a good fit for new classifications.
VTA expects to increase bench strength by developing staff with leadership potential. This program will help build morale by showing employees the agency is being proactive indeveloping skills and providing opportunities for advancement, and will enable the agency to fill positions quickly with qualified candidates. MT
Joseph de Gier is a retired senior human resource analyst for VTA and Maria Luisa Sanchez Ku is the lead on the Succession Plan Pilot Program. Brandi Childress is VTA’s public information officer.