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
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A wise man once said.….
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Change is inevitable, it the
crisis that is optional….
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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
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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
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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
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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
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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
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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
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Expanded Growth and Positioning
Plan
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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
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